Before implementing any change initiative, it is important that you see the big picture — what will change, why change is necessary, when change will take place, and who will be affected. You need to see all of these elements before planning can take place. Take time to identify the steps leading to implementing change.
Create a step-by-step chart from planning to implementation, including anticipated roadblocks and obstacles along the way. There are numerous intervention strategies and models for change but all contain similar elements. The following are the basic elements and steps for successful organizational change.
Determine the need for change. What is the current state of the organization and what part of it is not working? That is, what is in about the culture or organization or work process that calls for major change?
Development of a vision. What is the desired state in which you want your organization to be? What is different from the current state described in I.? What does success look like and how will you measure that success?
Consensus building. How are you going to gain support for the change initiative? This is a big one given that numerous studies show that employee resistance is the number one reason for change programs to fail.
Identify the barriers. What will resistance look like? From where and who will resistance likely come? What other barriers are likely (funding, resources, time)? Once you have a list, be proactive and come up with potential responses to these roadblocks before you actually encounter them. This way you may even prevent them.
Walk the talk. Make sure your actions match your words. Identify specific actions and ways you are going to model the desired new way of thinking, talking and working. Members will know if you are just doing what you are told. You need to demonstrate that you are on board.